HRIS Manager

Good Faith Pay Range: In accordance with Virginia law, the good-faith pay range for this position is $102,000 - $130, 000 annually. Actual compensation will be determined based on the candidate's qualifications, education, experience, skills, and other legitimate business factors.

Position Summary

The HRIS Manager owns the configuration, integrity, and performance of the organization's HR technology platform. This role is the subject-matter expert on how the system is built and how data moves through it — from field-level configuration and business rules to integrations, reporting, and audit-ready data governance. Rather than managing a team, the HRIS Manager manages the system: translating HR and business requirements into reliable, well-documented configuration, and ensuring the data entering and leaving the platform is accurate, secure, and trustworthy. This is a hands-on, highly technical role for someone who wants to be the deepest expert in how the HRIS actually works.

Key Responsibilities

System Configuration & Administration

• Serve as the primary system administrator for the organization's HRIS platform (e.g., UKG, Workday), owning configuration of business processes, security roles, workflows, and field-level rules.

• Build, test, and deploy system changes — new modules, workflow logic, forms, and business rules — with minimal disruption to production.

• Manage system upgrades, patches, and vendor releases, including regression testing and coordination of user acceptance testing (UAT).

• Maintain security roles and permission structures to ensure appropriate, least-privilege access to sensitive HR data.

Data Management & Integrity

• Own end-to-end data governance for the HRIS: define and enforce data standards, validation rules, and audit controls to ensure accuracy and consistency.

• Monitor data flowing into and out of the platform, including new hires, changes, terminations, and interfaces with payroll, benefits, and third-party systems.

• Investigate and resolve data discrepancies at the source, partnering with HR, Payroll, and IT to correct root causes rather than symptoms.

• Perform regular data audits and reconciliations to confirm compliance with legal, regulatory, and internal policy requirements.

Integrations & Reporting

• Build and maintain system integrations and APIs connecting the HRIS to payroll, benefits carriers, ATS, and other downstream systems.

• Design and maintain advanced reports, dashboards, and analytics that give HR and business leaders reliable, self-service access to workforce data.

• Troubleshoot integration failures and data feed errors, working with vendors and internal IT as needed to restore service.

Day-to-Day HR & Campus Support

• Serve as the go-to HRIS resource for the HR team and campus/site leaders for day-to-day system needs, questions, and troubleshooting.

• Build ad hoc and recurring reports for HR, campus leadership, and other stakeholders to support headcount, compliance, and operational decision-making.

• Help design and refine HR business processes (e.g., onboarding, transfers, terminations, approvals) within the system to reduce manual work and errors.

• Provide day-to-day configuration support for open enrollment, performance cycles, and other recurring HR events.

• Respond to routine data pulls and requests from campus and HR staff, balancing quick turnaround with data accuracy and security.

Process, Documentation & Partnership

• Partner with HR, Payroll, IT, and other stakeholders to translate business requirements into scalable system configuration.

• Document system configuration, data flows, and standard operating procedures to support auditability and knowledge continuity.

• Identify opportunities to automate manual processes and eliminate redundant or error-prone data entry.

• Manage vendor relationships and system contracts, including evaluating new modules, tools, and technology solutions.

• Act as a technical resource and escalation point for HRIS end users, without formal supervisory responsibility.

Qualifications

• Bachelor's degree in Human Resources, Information Systems, Computer Science, Business Administration, or a related field, or equivalent practical experience.

• 5+ years of hands-on experience configuring and administering an HRIS platform (e.g., UKG, Workday, ADP, SAP SuccessFactors).

• Demonstrated expertise in system configuration: business process design, workflow rules, security roles, and field-level configuration.

• Strong track record managing data integrity, audits, and compliance within an HR technology platform.

• Experience building or maintaining system integrations and understanding of API-based data exchange.

• Solid understanding of core HR operations and processes (hire-to-retire, benefits, payroll) sufficient to translate business needs into system design.

• High attention to detail and comfort owning outcomes independently, without a team to delegate to.

• Strong written communication skills for documentation, and the ability to explain technical concepts to non-technical stakeholders.

Preferred Skills

• Direct configuration experience with UKG and/or Workday, including certifications where applicable.

• Working knowledge of data integration tools, middleware, and REST/SOAP APIs.

• Familiarity with SQL or other query tools for data validation and troubleshooting.

• Knowledge of HR compliance, data privacy, and data security best practices

• Advanced proficiency in Excel, Power BI, or other reporting and analytics tools.